Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015

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1 Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May Introduction 1.1 At RBCH, we recognise that equality means treating everyone with equal dignity and respect irrespective of any protected personal characteristics. In doing so we acknowledge that people have different needs, situations and goals. Achieving equality requires the removal of the discriminatory barriers that limit what people can do and can be. 1.2 We are committed to ensuring that people do not experience inequality through discrimination or disadvantage imposed by other individuals, groups, institutions or systems in terms of: Outcomes - related to both health care and/or employment Access - related to clinical services and/or employment and promotion opportunities The degree of independence they have to make decisions affecting their lives, and Treatment - related to both clinical care and employment. 2.0 The Equality Act As part of the Equality Act 2010, there are now nine protected characteristics. These are gender, race, disability, religion or belief, sexual orientation, age, gender reassignment, pregnancy & maternity and civil partnership or marital status. 2.2 As a public sector organisation, we are committed to achieving the Equality duties. This means we must have due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not. 2.3 There are also a number of specific duties that we are required to adhere to. We must publish relevant, proportionate information showing compliance with the Equality Duty on an annual basis, and must set equality objectives at least every four years 3.0 Our Objectives 3.1 In 2011 we launched our new Single Equality Scheme This sets out the Trust s vision for in terms of how we intend to meet the General and Specific Duties of the Equality Act, This was accompanied by a Action Plan, which clearly identified a number of objectives that the Trust is working to over the following four years. The Equality & Diversity Committee is responsible for tracking progress against this plan and will report on progress and concerns. 3.3 The Single Equality Scheme will be replaced later this year with the EDS2 (Equality Delivery System2). The NHS Equality Delivery System was designed to support the NHS to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse. At the heart of the Equality Delivery System is a set of 18 outcomes grouped into four goals. These outcomes focus on the issues of most concern to NHS patients, carers, communities and NHS staff and Boards. It is against these outcomes that our performance is being analysed, graded and action determined. These are outlined below in bold type. The four equality goals and their associated equality outcomes are:

2 Objective 1 Objective Better health outcomes for all Objective 2 Improved patient access and experience Objective 3 Empowered, engaged and wellsupported staff Objective 4 Inclusive leadership Equality Outcome 1.1 Services are commissioned, designed and procured to meet the health needs of local communities 1.2 Individual Peoples health needs are assessed and met in appropriate and effective ways 1.3 Transitions from on service to another, for people on care pathways, are made smoothly with everyone well-informed 1.4 When people use NHS services their safety is prioritised and they are free from mistakes, mistreatment and abuse 1.5 Screening, vaccination and other health promotion services reach and benefit all local communities 2.1 Patients, carers and communities can readily access hospital, community health or primary care services and should not be denied access on unreasonable grounds 2.2 Patients are informed and supported to be as involved as they wish to be in their diagnoses and decisions about their care. 2.3 People report positive experiences of the NHS 2.4 Improve patient access and experience 3.1 Fair NHS recruitment and selection processes lead to a more representative workforce at all levels 3.2 The NHS is committed to equal pay for work of equal a value and expects employers to use equal pay audits to help fulfil their legal obligations 3.3 Training and development opportunities are taken up and positively evaluated by all staff. 3.4 When at work, staff are free from abuse, harassment, bullying and violence from any source 3.5 Flexible working options are made available to all staff, consistent with the needs of the service and the way people lead their lives 3.6 Staff report positive experiences of their membership of the workforce 4.1 Boards and senior leaders routinely demonstrate their commitment to promoting equality within and beyond their organisations 4.2 Papers that come before the Board and other major Committees identify equality-related impacts including risks, and say how these risks are to be managed 4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination 3.4 This will be accompanied by a new and detailed Action Plan, which clearly identifies 4of the key objectives that the Trust is working to over the next four years. The Equality & Diversity Committee is responsible for tracking progress against this plan and will report on progress and concerns 4.0 Equality & Diversity Committee 4.1 The Trust has an identified executive lead for diversity (currently this is the HR Director) and has a well-established Equality & Diversity Committee which meets quarterly and is attended by

3 representatives from across the Trust, including senior managers, union representatives and governors. The Committee reports to the Workforce Committee and directly to the Board. 4.2 On occasion, we also establish task & finish sub groups to look at specific activity. We currently have a group established to revise the Equality Impact Assessment process and the education and audit of this process going forward. 5.0 Employee Monitoring Information 5.1 We have published our latest Employee Monitoring Report which is a comprehensive review of the data we currently have available. It has highlighted some actions and areas for review and we will look to update the data on an annual basis. 5.2 We are aware of some gaps in the information we hold and are looking for solutions. We a implemented the self service element of Electronic Staff Record (ESR) and we encourage individuals to update their own information. 5.3 We have no outstanding Equal Pay claims against the Trust and all those previously raised were withdrawn before reaching tribunal. 6.0 Recruitment 6.1 The Trust has recently reviewed Recruitment Training programme. At least one member of every interview panel must have attended this training, which highlights the importance of non-discriminatory recruitment practices. 6.2 We are also a long standing holder of the Two Ticks Disability Symbol and have signed up to the Mindful Employer Charter. 6.3 We continue to use NHS jobs to advertise all our vacancies, which increases accessibility and ensures our recruiting managers only make short listing decisions based on skills and experience. 7.0 During Employment 7.1 RBCH is proud of the support we give our employees during their employment. We have an Occupational Health service that supports employees who are off sick and advises management on reasonable adjustments as required. 7.2 When an employee becomes disabled during the course of their employment, we work closely with Access to Work and Work Choices, where appropriate, to enable an employee back to work as soon as possible. Collaborative working at this time involves the line manager, Occupational Health and Human Resources. 7.3 We also have an Employee Assistance Programme (EAP) which offers confidential telephone advice on a wide range of issues and gives employees access to a counsellor to be seen within 5 days of referral along with financial and legal advice free or charge to the employee. 7.4 We have an on-going Health & Wellbeing programme which provides support and advice to employees on a range of health issues. Staff are engaged in our Friday Fitness health campaigns and many local businesses come into to assist us in our wellbeing events. We also have an Employee Assistance program provided by Care First is easily accessible, confidential, independent and free of charge to our substantive staff. This is a benefit offered to employees that supports and enables them to manage personal and work related issues that may otherwise affect their wellbeing, motivation or productivity. The services are available online, and via a Freephone number 24Hrs a day 365 days of the year. Access to information, counselling, emotional support and wellbeing is free for all employees. 7.5 The Trust takes part in the National NHS Staff Survey on an annual basis, giving employees an opportunity to give opinions and information. A number of questions link directly to equality related

4 issues. Survey results are followed up and Directorates formulate action plans to address any areas of concern. 8.0 Training 8.1 We have an Equality & Diversity Training programme. This consists of a mandatory summary session which is delivered via an E-Learning platform. 8.2 The Trust also delivers specific training on the Dignity at Work (Bullying & Harassment) policy on the clinical and non-clinical mandatory training. 9.0 Policies 9.1 As well as the Single Equality Scheme, we publish a number of policies which provide support and guidance for all of our employees. The following may offer particular support to individuals with protected personal characteristics: Equality and Diversity Policy Dignity at Work Policy Sickness Absence Management Policy Grievance Policy Recruitment and Selection Policy Capability Policy Balancing Work & Family Life Policy Gender Reassignment Policy Public Interest Disclosure Policy. 9.2 These policies are all published on our intranet and can be made available on request to Human Resources Equality Impact Assessments 10.1 In 2011 we launched a revised Equality Impact Assessment process to assist managers to consider the impacts of new or updated policies, services and organisational decisions on individuals with protected characteristics. We have a simplified form and provide step by step guidance via the EIA pages on the intranet Chaplaincy 11.1 We have chapel facilities at both Bournemouth and Christchurch for both employees and patients & visitors to use. At the Bournemouth site we also have a dedicated multi-faith room with washing facilities The Chaplaincy team is comprised of a number of ministers who are able to support a number of different religious requirements and traditions. They also have strong links to a range of ministers outside of the Trust to support other religions and beliefs where possible Catering 12.1 We offer a wide choice of menus to cater for all dietary requirements, for either religious or physical needs or personal choice Accessibility 13.1 We are always looking to make improvements to the accessibility of our sites. A senior member of Estates is a standing member of the Equality & Diversity Committee. We are looking to review signage in the near future We are also committed to making the information we publish on our website accessible to as many users as possible. All our pages are designed to work across different platforms and browsers Patient Information 14.1 Currently patient data is not available across all the protected characteristics. This is due to a combination of factors and information will be reported as it becomes available.

5 14.2 We are also aware that the main source of information providing the ethnicity of residents in Bournemouth is the 2011 Census, which may not represented all groups will not be accurately any longer Patient Engagement 15.1 The Trust has a Head of Patient Engagement who is a member of the Equality and Diversity Committee The Patient Advice Liaison Service (PALS) provides a range of practical support to patients with protected characteristics, such as supporting department to book an interpreter for an appointment or working positively on issues of physical access. We also have a member of PALS who is a member of the Equality and Diversity Committee We work with a number of expert patients through our Disability Forum, Carer s Forum and Young Person s Forum. We also invite expert patients to sit on service reviews and projects to redesign services, through our Service improvement teams We have in excess of 12,000 Trust members who are consulted and communicated with on a variety of issues We administer both national and in-house surveys to large numbers of patients, such as the Real Time Patient Feedback Survey, to review the experience of all aspects of a patient s journey from preadmission to discharge Other 16.1 RBCH is working closely with our colleagues at Poole Hospital to share best practice and has links with the NHS Equality leads across Dorset. Please note this document is a work in progress and will be updated as more information becomes available. If you have questions about this statement or the work we are doing, please contact us: Sarah Davidson HR Manager & Diversity Lead for Employees Sue Mellor Head of Patient Engagement

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